Equal Rights and Access

Local 34: Equal Rights and Access

Local 34 has a longstanding history for fighting for equal treatment of all workers on the job.  Most of our bargaining unit is comprised of women, and our fight for recognition in the early 1980s was premised on the hope of achieving equal pay for the work that women perform here at Yale.

Today, we are proud to say that women in our bargaining unit, on average, earn salaries equal to that of men and occupy the highest labor grades in large numbers. There is more work to do to make Yale an equitable place to work. Though we have made huge strides in the last two decades, we are working to fight both individual and systemic patterns of discrimination that occur in the workplace.

If you feel that you have been discriminated against or treated unfairly, you have rights!  According to Article V of our union contract (see below), Yale University shall not discriminate against any staff member based on race, religion, color, sex, marital status, national origin, veteran status, sexual orientation, age, disability, union membership, or union activity (as covered in the contract, or any other individual beliefs or activities that do not affect your work performance).

If you feel that you have been treated unfairly for any reason, contact your union steward or departmental union representative. If you are not sure who your representative is, call the Local 34 Union Offices at (203) 624-5161.

ARTICLE V
Fair Treatment of Staff Members
1. (a) No non-probationary Staff Member may be disciplined or discharged except for just cause.
(b) Counseling of a Staff Member shall not be used to justify subsequent disciplinary action against that Staff Member.
(c) Any grievance challenging disciplinary action taken by the University involving suspension or discharge shall be filed in writing at Step 2 of the Grievance Procedure provided by this Agreement within ten (10) days after the University’s action.
(d) A Staff Member who is absent from work for five (5) or more consecutive working days without notifying his or her Supervisor shall be deemed to have voluntarily resigned his or her employment with the University, except in unusual circumstances.
(e) Discipline older than eighteen (18) months does not serve as a basis for progressive discipline, except in cases of serious misconduct, including but not limited to sexual harassment or violence in the workplace.
2. (a) Neither the University nor the Union shall discriminate against any Staff Member on account of race, religion, color, sex, marital status, national origin, veteran status, sexual orientation, union membership, union activity which does not violate this Agreement, or other individual beliefs or activities of a Staff Member which do not affect the performance of work by the Staff Member or other University personnel.
(b) Neither the University nor the Union shall discriminate against any Staff Member in violation of applicable law on account of the Staff Member’s age or disability.
(c) The University shall make reasonable accommodation for Staff Members with disabilities who are otherwise qualified to perform the required work.
3. (a) Sexual harassment is contrary to University policy, and the University will take appropriate steps in connection with any sexual harassment by any University employee or student.
(b) If a Staff Member or the Union believes that a Staff Member is experiencing sexual harassment by a University employee, the matter shall be brought to the University’s attention by either filing a grievance under the Grievance Procedure provided by this Agreement, at whatever step the Staff Member or the Union considers appropriate, by notifying the Department of Human Resources or by notifying the Director of Equal Opportunity Programs.
(c) If a Staff Member or the Union believes that a Staff Member is experiencing sexual harassment by a University student, the matter shall be brought to the University’s attention by notifying the Director of Equal Opportunity Programs. If the Staff Member or the Union does not think the Director of Equal Opportunity Programs has taken appropriate steps in the situation, the Staff Member or the Union may file a grievance under the Grievance Procedure provided by this Agreement at whatever step the Staff Member or the Union considers appropriate.
4. Neither the University nor the Union shall apply the provisions of this Agreement in an arbitrary, capricious or discriminatory manner.